Nice AND Effective
Have you ever withheld feedback for fear of upsetting somebody?
Do you ever fail to correct actions from your team because you’re uncertain of the response it will generate in certain people?
How effective are your feedback loops?
The speed of feedback equals the speed of your success. This statement is only true when the feedback is honest and given with intent to improve, while being received in a similar vein. Many leaders fall into the trap of wanting to be “nice people” and seeing “nice” as being non-confrontational. The avoidance of confrontation can also bring out the worst in people; where they will bark commands in a way that minimises any chance of being questioned. Companies that have not mastered the ability to give and receive feedback in a timely manner severely hamper their growth potential.
It is possible to be a nice person and lead an effective team. Whenever I do a survey in training around the withholding of feedback, most people admit they have not given feedback when they should have on multiple occasions. When I then ask who would like to be told if they have done something wrong, or if they are not delivering to an expected standard, inevitably every hand in the room goes up. People want and need feedback. People like the sense of winning and achieving.
Many of the fears that people have around giving feedback can be addressed by setting clear standards as a team, and having clarity around goals and what the team is expected to achieve. Feedback should predominantly be affirming - i.e catching people doing things right. You get more of what you focus on, so focus on what you want more of. Feedback does also need to re-direct and correct misaligned behaviours. This can be given constructively. Constructive feedback can be broken down into three steps.
Check the person understands the goal
Ask how their current behaviour aligns with the company’s set and agreed goals and values
Then agree what the future behaviour will look like, and what specific actions, attitudes and outputs need to be adjusted.
Feedback given this way has the buy in from team members and takes more of a coaching approach rather than a micromanaging or authoritative approach.
How are you at giving your team both positive and constructive feedback?
Where do you or your team need to upskill or take action to create improved feedback loops that will increase your effectiveness?
